The workplace brings together people of different backgrounds, ethnicities, races, genders, orientations and ages. Organizational success depends on motivating this diverse workforce to collaborate toward shared goals. Employees and managers succeed by learning from one another, valuing differences and bringing out the best in each person. Age differences are part of this diversity, and while generational groupings can help, they should never be used to stereotype coworkers.
The Theory of Generational Differences
Researchers suggest that formative experiences – such as historical events, economic shifts and changes in technology—shape the each generation. Over time, studies reveal tendencies in how different generations think, act and relate to work. These insights can provide context, but they represent patterns, not rules, about individuals.
The Risk of Stereotypes
Generational tendencies must be used with caution. They don’t reveal how any single person communicates, works or thinks. Applying stereotypes can obscure colleagues’ strengths and talents. Being stereotyped can be harmful, undermining confidence or leading you to act inauthentically. It’s important to distinguish generational traits from those tied to life stage, such as career ambitions or family responsibilities.
The Generations at Work
Today’s workplace includes five generations, from the Silent Generation through Generation Z. Each group has been shaped by different experiences, from the Great Depression to the rise of smartphones. While characteristics are often attributed to each generation, their real value comes in providing context for workplace dynamics. Regardless of age, most employees want to be respected, valued and given opportunities to learn, grow and balance their work with personal lives.
Creating Synergy Across Generations
To reduce conflict and build collaboration, focus on what unites people. All generations value respect, family and learning opportunities. Ask rather than assume what motivates someone, and take time to know colleagues personally. Establish team norms for communication and assign work without favoritism or stereotypes. Acknowledge life-stage priorities and allow flexibility. Finally, learn from one another – mentorship can go both ways, with each generation bringing skills and perspectives that strengthen the workplace.
BHS provides referrals to qualified mental health professionals that can help. To speak to your designated Care Coordinator about your benefits and options for support call BHS at 800-245-1150.